The goal of this article is to encourage HR leaders to think more strategically about managing workplace romances. The traditional management approach is legal-centric in that it focuses onminimizing risks of workplace romance. We advocate embedding the legal-centric approach within a broader and more strategic organizationally sensible approach that provides a balanced focus on minimizing risks and maximizing rewards of workplace romance. Drawing from the empirical workplace romance literature, we derive a set of organizationally sensible best-practicerecommendations that HR leaders can adopt to manage risks and rewards of romantic relationships in organizations. Implementing our more strategic recommendations should provide the added benefit of elevating HR professionals’ roles as organizational leaders.